:root {
–wt-primary-color: #030712;
–wt-text-on-primary-color: #F9FAFB;
–wt-secondary-color: #F9FAFB;
–wt-text-on-secondary-color: #030712;
–wt-tertiary-color: #FFFFFF;
–wt-text-on-tertiary-color: #222222;
–wt-background-color: #FFFFFF;
–wt-text-on-background-color: #030712;
–wt-subscribe-background-color: #FFFFFF;
–wt-text-on-subscribe-background-color: #030712;
–wt-header-font: “Inter”, ui-sans-serif, system-ui, -apple-system, BlinkMacSystemFont, “Segoe UI”, Roboto,”Helvetica Neue”, Arial, “Noto Sans”, sans-serif, “Apple Color Emoji”, “Segoe UI Emoji”, “Segoe UI Symbol”, “Noto Color Emoji”;
–wt-body-font: “Inter”, ui-sans-serif, system-ui, -apple-system, BlinkMacSystemFont, “Segoe UI”, Roboto, “Helvetica Neue”, Arial, “Noto Sans”, sans-serif, “Apple Color Emoji”, “Segoe UI Emoji”, “Segoe UI Symbol”, “Noto Color Emoji”;
–wt-button-font: “Inter”, ui-sans-serif, system-ui, -apple-system, BlinkMacSystemFont, “Segoe UI”, Roboto, “Helvetica Neue”, Arial, “Noto Sans”, sans-serif, “Apple Color Emoji”, “Segoe UI Emoji”, “Segoe UI Symbol”, “Noto Color Emoji”;
–wt-border-radius: 8px
}
.bg-wt-primary { background-color: var(–wt-primary-color); }
.text-wt-primary { color: var(–wt-primary-color); }
.border-wt-primary { border-color: var(–wt-primary-color); }
.bg-wt-text-on-primary { background-color: var(–wt-text-on-primary-color); }
.text-wt-text-on-primary { color: var(–wt-text-on-primary-color); }
.border-wt-text-on-primary { border-color: var(–wt-text-on-primary-color); }
.bg-wt-secondary { background-color: var(–wt-secondary-color); }
.text-wt-secondary { color: var(–wt-secondary-color); }
.border-wt-secondary { border-color: var(–wt-secondary-color); }
.bg-wt-text-on-secondary { background-color: var(–wt-text-on-secondary-color); }
.text-wt-text-on-secondary { color: var(–wt-text-on-secondary-color); }
.border-wt-text-on-secondary { border-color: var(–wt-text-on-secondary-color); }
.bg-wt-tertiary { background-color: var(–wt-tertiary-color); }
.text-wt-tertiary { color: var(–wt-tertiary-color); }
.border-wt-tertiary { border-color: var(–wt-tertiary-color); }
.bg-wt-text-on-tertiary { background-color: var(–wt-text-on-tertiary-color); }
.text-wt-text-on-tertiary { color: var(–wt-text-on-tertiary-color); }
.border-wt-text-on-tertiary { border-color: var(–wt-text-on-tertiary-color); }
.bg-wt-background { background-color: var(–wt-background-color); }
.text-wt-background { color: var(–wt-background-color); }
.border-wt-background { border-color: var(–wt-background-color); }
.bg-wt-text-on-background { background-color: var(–wt-text-on-background-color); }
.text-wt-text-on-background { color: var(–wt-text-on-background-color); }
.border-wt-text-on-background { border-color: var(–wt-text-on-background-color); }
.bg-wt-subscribe-background { background-color: var(–wt-subscribe-background-color); }
.text-wt-subscribe-background { color: var(–wt-subscribe-background-color); }
.border-wt-subscribe-background { border-color: var(–wt-subscribe-background-color); }
.bg-wt-text-on-subscribe-background { background-color: var(–wt-text-on-subscribe-background-color); }
.text-wt-text-on-subscribe-background { color: var(–wt-text-on-subscribe-background-color); }
.border-wt-text-on-subscribe-background { border-color: var(–wt-text-on-subscribe-background-color); }
.rounded-wt { border-radius: var(–wt-border-radius); }
.wt-header-font { font-family: var(–wt-header-font); }
.wt-body-font { font-family: var(–wt-body-font); }
.wt-button-font { font-family: var(–wt-button-font); }
input:focus { –tw-ring-color: transparent !important; }
li a { word-break: break-word; }
@media only screen and (max-width:667px) {
.mob-stack {
display: block !important;
width: 100% !important;
}
.mob-w-full {
width: 100% !important;
}
}
.table-base, .table-c, .table-h { border: 1px solid #C0C0C0; }
.table-c { padding:5px; background-color:#FFFFFF; }
.table-c p { color: #2D2D2D; font-family:’Helvetica’,Arial,sans-serif !important; overflow-wrap: break-word; }
.table-h { padding:5px; background-color:#F1F1F1; }
.table-h p { color: #2A2A2A; font-family:’Trebuchet MS’,’Lucida Grande’,Tahoma,sans-serif !important; overflow-wrap: break-word; }
font-size: .875rem;
line-height: 1.25rem;
vertical-align: middle;
justify-content: space-between;
display: block;
}
.bh__byline_social_wrapper {
display: flex;
margin-top: 0.5rem;
align-items: center;
}
.bh__byline_social_wrapper > * + * {
margin-left: 1rem;
}
@media (min-width: 768px) {
.bh__byline_wrapper {
display: flex;
}
.bh__byline_social_wrapper {
margin-top: 0rem;
}
}
All In or All Out:
Breaking Bad Culture Starts with Showing Up
Beau Groover
December 05, 2024
Cameras by Doc McIntyre
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Turn your camera on during a video call.
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As a participant, not turning your camera on gives the impression you’re not fully engaged.
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As the organizer, not requiring people to turn their cameras on says you don’t care if people are fully engaged, in which case you should cancel the call and just send an email.
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Let’s be all in or all out. Halfway is no way to operate.
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P.S. I’m aware of all the “valid” reasons for not turning on cameras, and I still don’t buy it.
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All In or All Out: Breaking Bad Culture Starts with Showing Up
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Breaking a bad culture requires a no-nonsense, all-in approach, especially in the workplace. A toxic culture can linger because it’s easier to stick to what’s familiar than face the discomfort of change. Just like personal habits are hard to break, organizational routines can feel set in stone. But sticking to the status quo—turning cameras off in meetings, phoning it in, and avoiding real engagement—only deepens the rut. Leaders and teams alike must commit fully to change, starting with clarity about what needs to be done and why it matters. You’re either all in or all out; there’s no middle ground in creating a vibrant, healthy culture.
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The biggest hurdle? Breaking the routine of “what we did yesterday.” Leaders must model the behavior they want to see: cameras on, energy up, and full engagement during calls or meetings. Change starts with communication, what’s happening, why it matters, and how it impacts everyone.
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Lastly, change is a process, not an event. Focus on one area at a time, communicate relentlessly, and involve the team every step of the way. Forced change invites pushbacks, but inclusive, transparent efforts can transform even the most stagnant cultures.
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Remember, when you involve your people, your changing with them, not doing it “TO” them.
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If you haven't read my book, Building a Kick-Ass Culture, click here and check it out. It is full of "how to" steps for building a healthy and dynamic culture.
